Prepare details of licensing, worker occupations and duties, host industries, worker numbers, wages and turnover, work locations, supervision and PPE, hazardous work, subcontractors or other providers, contractual requirements, requested limits, insurance history and claims or known circumstances. Clear detail helps avoid gaps or restrictive terms. Read the detailed guidance.

Yes. Webber Insurance can assist with white-collar, blue-collar and mixed Labour Hire businesses, subject to insurer appetite and the actual occupations and duties being performed. Labels alone are not enough for underwriting, and material changes in placements should be disclosed before workers are supplied. Read the detailed guidance.

Higher-risk placements require detailed disclosure of occupations, duties, sites, work at height or underground, machinery, hazardous substances, training and supervision. A policy arranged for office-based roles should not be assumed to cover manual or hazardous work. Disclose the placement before workers are supplied so insurer acceptance can be confirmed. Read the detailed guidance.

Potential claims include worker injury, third-party injury or property damage, unsuitable placements, failed checks, employment-practices allegations, safety investigations, wage or entitlement disputes, cyber incidents, fraud and contractual disputes. More than one policy may be relevant, so circumstances should be notified promptly. Read the detailed guidance.

Requirements vary by jurisdiction and may include Labour Hire licensing, Workers Compensation, work health and safety obligations and insurance conditions in host contracts. Licensing schemes currently operate in Queensland, Victoria, South Australia and the ACT, but their scope and rules can change. Check the current regulator requirements for every jurisdiction in which workers are supplied. Read the detailed guidance.

Management Liability can address eligible claims involving directors and officers, the company itself, employment practices, statutory or regulatory investigations, crime and tax audits. Cover varies, and fines or penalties should never be assumed to be insurable. It does not replace Workers Compensation, Professional Indemnity or Public Liability. Read the detailed guidance.

The Labour Hire provider and host may both have work health and safety duties, and those duties generally cannot be contracted away. The provider commonly arranges Workers Compensation for its employees, but the applicable rules vary by jurisdiction and working arrangement. Provider and host should coordinate induction, supervision, PPE, incident reporting and return-to-work processes. Read the detailed guidance.

There is no single suitable limit. Consider host and tender requirements, workforce size, occupations, industries, wages and turnover, services provided and the potential severity of a claim. A contractual minimum does not mean every contractual liability is insured; also check excesses, sublimits, aggregate limits and defence-cost treatment. Read the detailed guidance.

Public Liability Insurance can respond to eligible third-party injury or property-damage claims arising from the Labour Hire company’s operations or placed workers. Injury to employees or on-hired workers is generally dealt with under statutory Workers Compensation arrangements, so Public Liability is not a substitute. Insurers need the actual worker occupations, duties and locations. Read the detailed guidance.

Professional Indemnity Insurance can respond to eligible civil liability claims alleging that recruitment, placement or workforce services caused financial loss—for example, an unsuitable placement, inadequate checks, incorrect candidate information, or an error in onboarding, administration or contract management. It does not replace Workers Compensation, Public Liability or Management Liability cover. Read the detailed guidance.

Labour Hire businesses commonly consider Professional Indemnity, Public and Products Liability, Workers Compensation, Management Liability, Cyber Insurance, Business Insurance and Commercial Motor. The right mix depends on the occupations and duties supplied, host industries, worker numbers and wages, contracts, supervision and work locations. Read the detailed guidance.